Probation Review Form
A formal probation review provides a structured assessment of a new employee's performance — and creates a documented record that protects the business if the outcome is not confirmation.
What is a Probation Review Form?
A probation period gives both employer and employee an opportunity to assess whether the role is the right fit. The review at the end of probation is a critical document: it records the employer's assessment of performance, the feedback given to the employee, and the formal outcome — passed, extended, or not confirmed. Without a documented review, the employer has no written record of the assessment and feedback provided.
Under the Fair Work Act, employees who have completed their minimum employment period (currently 6 months for employees of businesses with 15 or more employees, or 12 months for smaller businesses) are eligible to make an unfair dismissal claim. If the probation period is shorter than the minimum employment period, a decision not to confirm can generally be made without unfair dismissal exposure — but the process should still be documented.
When do you need a Probation Review Form?
- ✓At the end of any employee's probationary period
- ✓Mid-probation if performance concerns have emerged and a documented conversation is needed
- ✓When extending a probationary period due to performance or circumstances outside the employee's control
- ✓Before making a decision not to confirm an employee in their role
Key provisions to include
Employee Details
Name, role, manager, probation period dates.
Performance Assessment
Narrative summary of performance against key expectations and objectives.
Strengths
What the employee has done well — important for engagement even when outcome is positive.
Areas for Development
Specific areas to continue working on regardless of outcome.
Outcome
Formally documented: confirmed, extended (with new end date and reason), or not confirmed.
Acknowledgement
Employee and manager signatures and date.
Common mistakes to avoid
Conducting no formal review and simply emailing 'you're confirmed' — no documentation for the file
Using the probation review as a surprise — performance concerns should be raised throughout probation, not just at the end
Extending probation indefinitely without a clear reason and revised end date
Failing to conduct the review before the minimum employment period expires if you are considering not confirming
Frequently asked questions
Can an employee on probation make an unfair dismissal claim?
Not until the minimum employment period has been served — 6 months for employees of businesses with 15 or more employees, or 12 months for smaller businesses. This is separate from the contractual probation period, which is typically 3–6 months. If a business has a 3-month probation period and decides not to confirm the employee at the 3-month mark, they are within the minimum employment period and an unfair dismissal claim is not available.
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